Explaining the Intention to Use Electronic HRM among HR Professionals: Results from a Pilot Study‟,

Abstract: Electronic human resource management (E-HRM) technology provides human resource (HR) functions with the opportunity to create new avenues for contributing to organizational success. This paper aims to examine HR professionals' self-reported intention to use E-HRM technology by employing the Theory of Planned Behaviour (TPB) as the research framework. This study is a preliminary investigation based on data collected from 51 HR professionals. The respondents completed a survey questionnaire measuring their responses to four constructs in the TPB. These were administered during the seminar organized by HR professional body in Malaysia. Partial Least Squares (PLS) was used as the technique for data analysis. The results of this study showed that only attitude toward usage was significant predictor of intention to use E-HRM technology while subjective norm and perceived behavioural control were not. Overall, this study found that the three explanatory variables in the TPB explained about 64 percent of the variance in intention to use E-HRM technology. The paper hopes to obtain greater insights into the applicability of TPB in future research on this unique topic among the HR professionals as a whole

Deciphering the implementation of green human resource management in an emerging economy

Purpose: Drawing on the resource-based view (RBV) theory, the purpose of this paper is mainly to show how electronic human resource management (HRM), green employee empowerment, and human resource (HR) business partner role may influence green HRM practices. Design/methodology/approach: A conceptual framework was proposed to test the direct effect of the three independent variables – and key HR factors – on green HRM. Self-administered questionnaire was adopted in a systematic collection of data from manufacturing and service organizations in Malaysia. The partial least squares method was used to test the conceptual framework of the study. Findings: The empirical results demonstrate that green employee empowerment has a significant positive relationship with all dimensions of green HRM practices; the added value of HR business partner role is an important aspect in ensuring the successful implementation of green HRM practices; and surprisingly, electronic HRM was not significantly related with all dimensions of green HRM practices. Originality/value: As revealed by searches of ISI Web of Knowledge and Scopus, there is no similar work which tested a similar framework based on evidence from an emerging economy. Based on RBV, it is possible to suggest that green employee empowerment and the role of HR as a Business Partner constitute unique resources when adopting green HRM practices. © 2017, © Emerald Publishing Limited

Top management commitment, corporate social responsibility and green human resource management: A Malaysian study

Purpose: The purpose of this paper is to analyse the relationship between top management commitment, corporate social responsibility (CSR) and green human resource management (GHRM). Design/methodology/approach: A self-administered questionnaire was adopted to perform a systematic collection of data from manufacturing and service organisations in Malaysia. The partial least squares method was used for the conceptual framework of the study. Findings: The observed findings indicate a significant positive relationship between top management commitment and CSR, as well all dimensions of GHRM. However, counterintuitively, the relationship between CSR and GHRM was found not to be as significant as expected (except for CSR and green analysis/job description), which can be explained through the emerging perspective that CSR and HRM should be linked. Research limitations/implications: The findings provide insights as to the nature of GHRM and how it is affected by CSR and top management commitment in an emerging economy – in this particular study, Malaysia. Moreover, the observed results highlight the crucial importance of top management commitment in implementing GHRM practices and CSR efficiently in order to create positive environmental performance. Originality/value: The authors believe that, to date, no study has explored the links between top management commitment, CSR and GHRM using empirical data from Malaysia, as well as that this research is an important emerging topic for researchers, academicians and practitioners. © 2019, Emerald Publishing Limited

Exploratory cases on the interplay between green human resource management and advanced green manufacturing in light of the Ability-Motivation-Opportunity theory

Purpose Green human resource management (HRM) has been considered to be a vitally important mechanism for companies to move towards a sustainable organization. By adopting the Ability-Motivation-Opportunity as the underpinning theory, the purpose of this paper is to identify the factors that facilitate the adoption of Green HRM in Malaysia. Design/methodology/approach A qualitative exploratory approach research was adopted in this study. The required data for this study were collected using semi-structured face-to-face interviews with human resources directors and managers from four large manufacturing companies in Malaysia. The data collected was then reorganized into four themes. Findings Based on the interview, four key factors that influence the adoption of Green HRM include stakeholder pressures, relative advantage, which means the perceived benefits from implementing Green HRM, top management commitment and green intellectual capital, which means the intellectual capital incorporating green innovation or environmental management. Surprisingly, among the three dimensions of green intellectual capital, only green human capital and green structural capital were greatly discussed by the human resources directors and managers, while the role of green relational capital on the adoption of Green HRM was hardly observed. Originality/value Research studies on Green HRM in Malaysia are scarce. The originality of this paper lies in its exploration of Green HRM in an environmental sensitive sector and the insight it provides to academics and practitioners involved in the manufacturing sector. Although research findings cannot be generalized, they can be used as insights for both academics and end-users in emerging economies

Green human resource management for organisational citizenshipbehaviour towards the environment and environmental performance on a university campus

The slow and inefficient environmental performance of universities is drawing the attention of scholars towards behavioural change in employees rather than just relying on technological upgrades. Drawing upon the Ability-Motivation-Opportunity (AMO) theory, the purpose of this study is first to examine the influence of Green Human Resource Management (HRM) practices (green competence building practices, green motivation enhancing practices, and green employee involvement practices) on the organisational citizenship behaviour towards the environment (OCBE) of academic staff and, in turn, its impact on the environmental performance. Second, the mediating impact of OCBE between each of Green HRM practices and environmental performance is assessed. The data were collected from September until November 2017 on two campuses of a renowned public research university in Malaysia. Using quantitative research design, a structured questionnaire was used among the academic staff of the university. Convenience sampling was used to select the respondents from both campuses, and the Partial Least Squares (PLS) modelling technique was used to analyse the data, which comprised 122 respondents. Overall findings showed that three sets of Green HRM practices based on the Ability-Motivation-Opportunity framework had a significant impact on OCBE. Furthermore, OCBE had a significant relationship with environmental performance. For the mediation analysis, the results showed that OCBE exhibited by academic staff acted as a means through which the Green HRM practices of a university can positively influence the environmental performance of a university campus. The originality of this study rests in shedding light on Green HRM practices in the higher education sector and highlighting the critical role of academic staff's environmentally friendly behaviour for improving the environmental performance of a university

Pathways towards sustainability in manufacturing organizations: Empirical evidence on the role of green human resource management

Green human resource management (HRM) practices can help organizations align their business strategies with the environment. Anchored in the resource-based view of the firm, this study examines the influence of green HRM practices on sustainability using cross-sectional data obtained from 112 large manufacturing firms in Malaysia. The results show that green recruitment and green training have positive effects on sustainability. However, green analysis and job description, green selection, green performance assessment, and green reward were not found to have any significant influence on sustainability. The model presented in this paper offers useful insights into the positive role of green HRM in the sustainability of manufacturing firms, and as previous studies exploring the link between green HRM and sustainability using empirical data from Malaysian manufacturing firms are scarce, this research is of significant importance for scholars and practitioners. The scope of this study focuses on emerging economies with a limited number of variables that are contextual and specific to the Malaysian economy. Future research could explore the relationship between green HRM and other variables that may contribute to the present framework in other contexts. Future studies may also consider each dimension of green HRM, or indeed other elements of green HRM, in relation to the different aspects of sustainability. © 2019 John Wiley & Sons, Ltd and ERP Environmen